If using AI, recruiters can quickly find suitable candidates, reducing subjectivity. However, some experts have warned that the price to pay is not small.
Artificial intelligence (AI) is becoming an important part of many sectors, including recruitment, transforming the way companies and candidates approach employment. According to a 2020 LinkedIn survey, 56% of staffing companies use AI in recruiting, with predictions of increasing to 77% by 2023.
AI technology supports candidate screening and shortens recruitment time. Photo: internet
In Sweden, the Tengai robot impresses when it automatically interviews candidates fairly. Technology like HireVue and Pymetrics are moving from traditional questionnaires to AI-based games and videos to evaluate candidate behavior.
Large companies such as Heinz and Unilever also integrate these games into the recruitment process, aiming to evaluate candidates’ abilities and creativity. AI can analyze background and experience to find suitable jobs or improve candidates’ resumes.
However, this option is not really as reliable as people think. According to Dr. Dana McKay, senior lecturer in New Interactive Technologies, RMIT University (Australia), “AI algorithms are a mirror of the data they are provided. In a context where most data more or less contains social bias, many AI algorithms are still giving misleading results.
As AI is widely adopted in recruitment, experts are concerned about the risk of bias against candidates. Photo: internet
A few years ago, it was discovered that Google tended to show ads for high-paying jobs to men instead of women, because there were fewer women in high-paying jobs. than.
This exacerbates the bias inherent in the input data – women cannot apply for positions that are not visible to them.
In the US, an algorithm designed to eliminate bias in the judicial system unintentionally created harsher judgments for African Americans by relying on historical case law data.
This risk becomes worrying due to AI’s lack of transparency and the mistaken belief that machines are always objective.
As AI becomes increasingly popular in recruitment, there is concern about candidates being rejected due to not matching long-held stereotypes.
Laws in the United States are striving to address this problem, imposing liability on companies that use biased recruiting software, even if the product is widely developed.
